Live! Casino & Hotel Interview Questions
& Process

I started by signing in and waiting for a bit. Then, I was called into an office for a one-on-one interview. After that, I went back to the waiting area. I got an email with my acceptance letter and had to scan my I9 documents. Now I'm just waiting for my background check to come back.

I sent in my application online and about a week later, I got a call to set up an in-person interview. I scheduled it for the very next day. When I got there, there were 3 other people interviewing too. We met with 2 recruiters from Maryland Live. They started by telling us about the company and then went into details about the job, including the different shifts and how much they pay. They asked some general interview questions like what skills are needed for the job, to describe past experiences from work or school, and why I wanted to work at Maryland Live and in this specific role. After that, we had to take a math test. If we passed, they looked at our resumes and files and then offered us the job.

I initially applied online, but didn't hear back, so I went to the casino in person. HR directed me to the recruiter for the department I was interested in. The recruiter was friendly and spoke with me even though I hadn't scheduled an appointment. She really liked me after our chat, and I felt I was a great fit. She then introduced me to the hiring manager, and we clicked right away. The hiring manager showed me my future workspace on the casino floor and explained my duties, which I really liked. Then, she offered me the job, and I accepted!

I've interviewed for this HRBP role before and didn't get selected after three interviews. I reapplied because I know I'm qualified and want to work there. This time, the recruiter screening was totally different. I only got a quick response because my resume was updated for ATS. But I couldn't talk to a real recruiter and had to do a pre-recorded interview instead. This is wrong because it pressures candidates and doesn't allow enough time for detailed answers to behavioral questions, especially for HR pros. It's also bad for people with disabilities like anxiety who need to pause or speak slowly. It also opens the door for bias, and I've seen this before when I didn't meet their DEI hiring quotas. They need to train their recruiters on resume screening and base interview opportunities on experience, not bias. I know their HRBP turnover is high, so you'd think they'd hire experienced people instead of internal hires with no experience who were cocktail waitresses. It's probably best I don't work somewhere that doesn't value an HRBP with morals, values, and ethics.